Epilepsy in the Workplace: Know the Law and Your Options

Living with epilepsy doesn’t mean giving up on a career – you have rights and resources to help you succeed at work. In fact, U.S. law (the Americans with Disabilities Act, or ADA) protects you. The ADA (amended in 2008) explicitly bans discrimination against qualified employees with disabilities – and epilepsy counts as a disability if your seizures or their side effects substantially limit major life activities. Under Title I of the ADA, any private employer with 15 or more employees (and all government employers) must consider accommodations for disabilities. (Federal jobs are covered by the Rehabilitation Act, and many states have their own similar laws too.) In practice this means your employer must not refuse to hire, fire, or penalize you simply because you have epilepsy – and if you need a change at work to do your job, they have to work with you on it (unless it would cause an undue hardship on the business).

Employers can’t just kick you out or drop your offer because of epilepsy if you can do the job safely. The ADA says an employer may only refuse employment or accommodation if you pose a “direct threat” – a significant risk of serious harm that can’t be fixed by reasonable changes. In one example, a chef on seizure medication kept his job offer when he showed that his epilepsy was well-controlled and he could safely use stoves and knives. In short, so long as your seizures are managed (for example, with medication or safety plans) and you can meet the essential functions of the job, the law is on your side.

Reasonable Accommodations: What You Can Ask For

If epilepsy or your medications make some tasks hard, you can ask for reasonable accommodations – changes at work that let you perform your job. Examples include:

• Flexible scheduling or breaks. For instance, you might need a short break to take medications or rest after a seizure. You might also need a more regular sleep schedule – one employee with nocturnal seizures asked to start work later in the morning, and her employer agreed since it didn’t cause any undue hardship. Similarly, if rotating night shifts trigger seizures, you could request (and often get) a switch to a steady day shift.

• Rest or recovery space. If you have a seizure at work, a quiet, private area to lie down or recover can be invaluable. An employer might designate a “quiet room” where you can regroup or change clothes if needed.

• Cushioning or safety gear. Simple physical changes like rubber mats or padded flooring can reduce injury risk if you fall during a seizure. (For some jobs, specialized safety gear or guards might be an option.)

• Written or visual reminders. Some seizure medications or seizure-related cognitive issues can affect memory or concentration. A helpful tip is a step-by-step checklist or written instructions for routine tasks. In one case, a worker who often forgot steps after a brief absence seizure used a laminated checklist provided by his supervisor – after a seizure he just follows the list to see where he left off. Other tools include voice recorders, apps, or simple written cues.

• Transportation help. If your state limits your driving because of epilepsy, accommodations could include telework, a different schedule to use safer transit times, carpool arrangements, or pairing you with a coworker who can drive you to offsite meetings. In fact, a medical transcriptionist on heavy medications asked to work from home until her seizures were under control. Her neurologist sent a note recommending telework for a few weeks, and her employer granted it – letting her sleep more and reduce stress while adjusting meds.

• Service animal or assistant. If you have a service dog trained to help with seizures, asking to bring it to work is a valid accommodation. Likewise, if climbing ladders or heights is risky, you could request reassignment to non-climbing duties. In one example, a field technician was reassigned to a ground-level position when his doctor advised no climbing.

  
  

This is just a sampling – the Job Accommodation Network (JAN) maintains a great list of ideas for epilepsy (and a free helpline you can call). The key is that accommodations must be reasonable (helpful to you and not an excessive burden on the employer). The law even says the employer should give primary consideration to your preferred accommodation choice, so long as it works and isn’t too hard for them.

How to Ask for Accommodations

You have a right to ask for these adjustments, and there are no special “magic words” required. Under the ADA, requesting an accommodation is as simple as telling your employer, “I need a change at work for a reason related to my medical condition.” You don’t have to mention the ADA or say “I have epilepsy”; just explain the issue and what might help. You can make the request in person, by email, or any way that works – though it’s wise to follow up in writing so there’s a record of your request. Be prepared that they may ask for a doctor’s note or medical info if your disability or need isn’t obvious. The ADA lets employers verify that you have epilepsy and explain why you need the change, but they shouldn’t demand your entire medical history. For example, if you say “I need to work from home while adjusting to new medication,” the employer might ask for a neurologist’s letter confirming your condition and how telework would help – beyond that, they can only ask limited follow-up questions related to safety or essential duties.

Remember that asking for help is not whining – it’s protected by law. The ADA guarantees that once you’ve made a request, your employer must engage in an “interactive process” with you to find a workable solution. This is a team effort: bring ideas (and medical guidance if needed), and listen to any counterproposals. If an accommodation truly would cause undue hardship (like a huge expense or team disruption), the employer only needs to offer an alternate effective solution. Often a small tweak can make a big difference without hurting the business.

To Tell or Not to Tell: Disclosure Tips

One tough decision is whether and when to tell people about your epilepsy. Legally, you don’t have to disclose your condition during a job interview or application. In fact, before a job offer the ADA forbids asking about disabilities. So you can keep it private unless you need an accommodation to even apply or interview (for example, asking for extra time on a test). You also don’t have to bring it up right away after being hired – you can wait until you see a need.

When you do disclose, focus on what matters at work. You could say something like, “I have a seizure condition, and I wanted to let you know in case I ever need a quick break or a private space after an episode,” rather than sharing every detail of your medical history. The ADA doesn’t force you to reveal your specific diagnosis – just enough information for them to understand your situation.

You also have no obligation to tell your coworkers anything. Coworkers don’t get to know your medical info, and the ADA requires your employer to keep disability-related details confidential. Good companies proactively train staff on disability etiquette to avoid gossip.

On the other hand, sharing with a trusted colleague or two can build support. As Young Adults with Epilepsy (YAWE) advises, telling someone you trust (like a close coworker or mentor) that you have epilepsy “normalizes” it and creates a safety net. For example, you might mention to a colleague, “Hey, just so you know, if I seem out of it it’s just a seizure-related thing – I’ll be fine after a minute.” Many people find that raising awareness helps dispel myths and leads to understanding rather than stigma. The key is: share only what you’re comfortable with, and don’t feel pressured to broadcast your condition.

Self-Advocacy: Tips for Being Your Best Champion

Advocating for yourself in the workplace is a skill. Here are some practical tips:

• Know your rights and needs. Familiarize yourself with the ADA and your company’s accommodation policy (if they have one). Also know your own triggers and what might help – talking with your doctor ahead of time shows you take both your job and your health seriously.

• Be clear and solution-focused. Explain how an accommodation helps you do your job better. Framing it in terms of workplace effectiveness (e.g., “Taking a 10-minute midday break helps me stay alert and productive”) makes managers more receptive.

• Communicate professionally. Schedule a meeting or send a polite email. Use neutral language (“medical condition” or “seizure condition”) rather than emotional words. Listen to concerns and be ready to brainstorm alternatives. Keep a copy of any correspondence about your request as a record.

• Stay courteous under stress. If your needs aren’t immediately met, calmly ask for the reason and discuss modified options. Gently remind them that the ADA generally expects employers to fulfill accommodation requests barring undue hardship. Thank them for considering your request – a collaborative tone often yields better results.

• Escalate when necessary. If you hit a wall, reach out to HR, an equal employment office, or outside help. The Job Accommodation Network (JAN) offers free coaching on ADA issues, and you also have the right to file a complaint with the EEOC if you face discrimination. Often just mentioning you’re aware of your rights prompts action.

Thousands of people with epilepsy thrive in the workplace. Most employers and coworkers simply need education and guidance. By advocating calmly and with facts, you pave the way not just for yourself but for others with epilepsy down the line.

Sources

1. U.S. Equal Employment Opportunity Commission. Epilepsy in the Workplace and the ADA. Available at: https://www.eeoc.gov/laws/guidance/epilepsy-workplace-and-ada

2. U.S. Department of Justice. ADA Amendments Act of 2008 Regulations. Available at: https://www.ada.gov/regs2016/adaaa.html

3. U.S. Equal Employment Opportunity Commission. Title I of the ADA – Employment. Available at: https://www.eeoc.gov/statutes/title-i-employment

4. U.S. Equal Employment Opportunity Commission. Rehabilitation Act of 1973 (Section 501). Available at: https://www.eeoc.gov/statutes/rehabilitation-act-1973

5. U.S. Equal Employment Opportunity Commission. Interactive Process for Disabled Employees. Available at: https://www.eeoc.gov/laws/guidance/interactive-process-disabled-employees

6. U.S. Equal Employment Opportunity Commission. Disability Discrimination Laws Q&A. Available at: https://www.eeoc.gov/laws/guidance/laws-disability-discrimination

7. Job Accommodation Network. Accommodations for Epilepsy/Seizure Disorder. Available at: https://askjan.org/disabilities/Epilepsy-Seizure-Disorder.cfm